Hiring New Staff: Minimising the Risk
Date: 29th July 2016
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shutterstock_215758708How do you go about hiring new staff for your organisation? A decade ago, the recruitment procedure pretty much went without saying:

Advertisement – CVs – Interview Process – Offer

Is this your chosen formula when it comes to hiring new staff? Does it work?

A number of clients I coach to increase their accuracy when hiring new staff, admit they get it right 50% of the time. I ask them what difference it would make to their bottom line if they got it right 90% of the time!

90% is achievable with the in-depth methods, tools and techniques available.

Why relying purely on the CV / interview process is risky

People respond differently in job interviews. What you see isn’t always what you are going to get. Nerves have scuppered the chance of many top candidates, while others find it difficult to prove and emphasise their capabilities. Meanwhile, ‘good talkers’ tend to succeed and may well charm the interviewer(s), regardless of whether they are the best person for the job. It has left many employers, down the line, realising that their new charming employee is actually ill-equipped to cope with their position.

Psychometric Assessments – are they helping or hindering?

I recently read Harvard Professor Todd Rose’s new book, The End of Average, in which he makes  a compelling argument for throwing out the majority of assessment tools currently used to pre-screen candidates. This is because individuals behave, learn, and develop in different ways. These unique patterns of human behaviour get lost in assessments that are based on the premise that our personalities are fixed no matter what the circumstances are.

In fact most assessment tests are not predictive of on-the-job performance and they can screen out the best candidates.

What should be measured is what drives people and how they make decisions in specific situations. This is what every human being does and yet this flexibility is not measured by the majority of pre-screening assessment tests.

What is the solution to increasing recruitment accuracy?

In Hiring for Attitude – What you Hear is What You Get I share some examples of advanced interview questions and probing techniques. These are based on the Language & Behavioural (LAB) Profile that enables us to find out a candidate’s real motivations and attitudes to their work.

What the LAB Profile enables us to do is detect and analyse their subconscious patterns in specific situations by listening to how they speak. This means that we are able to know before hiring someone what sort of working relationship there will be and, most importantly, if the candidate wants to do the job.

Some of the answers you will get using the LAB Profile:

  • Are they in it for the long haul, or are they someone who needs to change job regularly to maximise performance?
  • Are they pro-active and want to take the initiative or reactive and happy for others to take the lead?
  • Are they motivated to achieve goals, or are they more motivated to avoid problems and are natural troubleshooters?

Getting to the bottom of the answers…

After a 45-minute telephone interview, a LAB Profile is able to provide the hiring manager with accurate answers to whether the candidate is motivated to do the job. In addition, it enables hiring managers to have meaningful career conversations with candidates as they will know what is important to them in their work. By knowing exactly what motivates that person, you can ensure that they are motivated and passionate right from the word go.

With such a fantastic and accurate tool available, LAB profiling can minimise the risk of hiring the wrong person and ensure that you won’t have to repeat the whole recruitment process months down the line, when a candidate’s true feelings are revealed!

As one of my clients Lynn Woodcock, Operations Manager of a fast growing engineering firm says:

“I really appreciate all you have done to help with the recruitment process so far. I find it fascinating just how accurate the LAB profiles of the shortlisted candidates were. I will, of course, be in touch as soon as we have our next LAB profiling to do as it forms a very important part of the overall interview process.”

Would you like to find out more about LAB and Job Profiling and how it could help you to hire new staff so that your organisation is one step ahead of the rest? Please drop me an email and we can arrange to have a no obligation discussion.

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